<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0124-4639</journal-id>
<journal-title><![CDATA[Revista Universidad y Empresa]]></journal-title>
<abbrev-journal-title><![CDATA[rev.univ.empresa]]></abbrev-journal-title>
<issn>0124-4639</issn>
<publisher>
<publisher-name><![CDATA[Universidad del Rosario]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0124-46392022000200040</article-id>
<article-id pub-id-type="doi">10.12804/revistas.urosario.edu.co/empresa/a.12190</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Hacia la comprensión de la cultura organizacional colombiana. Un enfoque desde los valores en competencia]]></article-title>
<article-title xml:lang="en"><![CDATA[Towards an Understanding of Colombian Organizational Culture. A Competing Values Approach]]></article-title>
<article-title xml:lang="pt"><![CDATA[Para a compreensão da cultura organizacional colombiana. Uma abordagem de valores concorrentes]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Calderón]]></surname>
<given-names><![CDATA[Gregorio]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Vivares]]></surname>
<given-names><![CDATA[Jorge A.]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Jiménez]]></surname>
<given-names><![CDATA[José María]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad de Manizales  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Colombia</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Nacional Abierta y a Distancia  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Colombia</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Escuela Superior de Administración Pública  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Colombia</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2022</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2022</year>
</pub-date>
<volume>24</volume>
<numero>43</numero>
<fpage>1</fpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0124-46392022000200040&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0124-46392022000200040&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0124-46392022000200040&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen La cultura organizacional se ha posicionado como un asunto estratégico por su potencial para el desarrollo de las empresas, su estudio en países emergentes como Colombia ha cobrado relevancia, pero son insuficientes las investigaciones científicas sobre el particular. El propósito de este artículo es responder ¿cómo y de qué tipo es la cultura organizacional de nuestras empresas? Metodológicamente se realizó un estudio empírico desde el paradigma lógico-positivista a fin de conocer las percepciones de la gente acerca de la realidad estudiada, mediante la aplicación de encuestas en 465 empresas colombianas ubicadas en 29 departamentos, para lo cual se hizo una adecuación del instrumento OCAI (Organizational Culture Assessment Instrument), basado en el enfoque de valores en competencia. Las medidas de validez y confiabilidad soportaron la consistencia de los constructos utilizados y su fiabilidad. Se encontró que el tipo de cultura jerárquica es la dominante en las empresas colombianas, aunque se identificó la presencia de otras culturas, como la clan, la adhocrática y la de mercado, al clasificarlas por tamaño, sector y tipo de organización. La novedad del estudio está en la comparación de culturas clasificándolas por tamaño, sector económico y tipo de empresa (familiares versus no familiares), además de brindar hallazgos útiles para comprender mejor el tejido empresarial colombiano, con el potencial para enriquecer las estrategias de fortalecimiento.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract Organizational culture has become a strategic issue due to its potential for business development. Its study in emerging countries such as Colombia has gained relevance. However, there is a lack of scientific research on this topic. This article aims to answer how and what organizational culture Colombian companies have. Methodologically, an empirical study was carried out from the logical-positivist paradigm to understand people's perceptions of the reality studied. Surveys were conducted on 465 Colombian companies in 29 departments, using an adaptation of the Organizational Culture Assessment Instrument (ocAi) based on the competing values approach. Validity and reliability measures supported the consistency and reliability of the used construct. The study found the dominant Colombia organizational culture is hierarchical. However, other corporate cultures, such as clan, adhocratic, and market, were identified when classifying them by size, sector, and company type (family-owned vs. non-family-owned). The study's novelty lies in comparing cultures organized by size, economic sector, and type of company, as well as in providing useful findings to understand better Colombian business companies with the potential for enriching strengthening strategies.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo A cultura organizacional tem se posicionado como um tema estratégico devido ao seu potencial para o desenvolvimento das empresas, seu estudo em países emergentes como a Colômbia tem ganhado relevância, mas as pesquisas científicas sobre o tema são insuficientes. O objetivo deste artigo é responder como e de que tipo é a cultura organizacional de nossas empresas? Metodologicamente, foi realizado um estudo empírico a partir do paradigma lógico-positivista para conhecer as percepções das pessoas sobre a realidade estudada por meio da aplicação de pesquisas em 465 empresas colombianas localizadas em 29 departamentos, para as quais foi feita uma adaptação do instrumento OCAI (Organizational Culture Assessment Instrument) com base na abordagem de valores concorrentes. As medidas de validade e confiabilidade apoiaram a consistência dos construtos utilizados e sua confiabilidade. Verificou-se que o tipo hierárquico de cultura é o dominante nas empresas colombianas, embora tenha sido identificada a presença de outras culturas como clã, adhocrática e de mercado ao classificá-las por tamanho, setor e tipo de empresa. A novidade do estudo reside na comparação de culturas, classificando-as por tamanho, setor econômico e tipo de empresa (familiar versus não familiar), além de fornecer resultados úteis para entender melhor o tecido empresarial colombiano com potencial para enriquecer estratégias de fortalecimento.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[cultura organizacional]]></kwd>
<kwd lng="es"><![CDATA[valores en competencia]]></kwd>
<kwd lng="es"><![CDATA[ocAi]]></kwd>
<kwd lng="en"><![CDATA[Organizational culture]]></kwd>
<kwd lng="en"><![CDATA[competing values]]></kwd>
<kwd lng="en"><![CDATA[ocAi]]></kwd>
<kwd lng="pt"><![CDATA[cultura organizacional]]></kwd>
<kwd lng="pt"><![CDATA[valores concorrentes]]></kwd>
<kwd lng="pt"><![CDATA[OCAI]]></kwd>
</kwd-group>
</article-meta>
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